Agawam

Show detailed information about district and contract

DistrictAgawam
Shared Contract District
Org Code50000
Type of DistrictMunicipal K12
Union AffiliationMTA
Most Recent DocumentContract
Expiring Year2016
Expired Status
Superintendency Union
Regional HS Members
Vocational HS Members
CountyHampden
ESE RegionPioneer Valley
Urban
Kind of Communityrural economic centers
Number of Schools8
Enrollment4273
Percent Low Income Students22
Grade StartPK or K
Grade End12
download pdf version of this document view accessible version of this document CONTRACT

 

 

 

 

 

CONTRACT

 

between the

 

AGAWAM SCHOOL COMMITTEE

 

and the

 

AGAWAM EDUCATION ASSOCIATION

 

affiliated with the

 

MTA and the NEA

 

September 1, 2013

 

to

 

August 31, 2016


ALPHABETICAL INDEX

 

 

Page(s)

Adoption Leave

27-28

Agency Fee

28

Agreement

6

Application to Fill a Vacancy

25

Assignments

23

Attendance at Summer School

22

Bereavement Leave

22

Changes in Salary Scale Level

11

Class Size

20

Classroom Money

13

Coaches

42-44

Committee Meetings (Minutes)

7

Compensation

38-47

Compensation for Additional Work

20

Conferences (Association)

7

Curriculum Development/Curriculum Structure

29

Deductions

15

Drug-Free Workplace Act

35-36

Early Release Time

28

Early Retirement Incentive

26-27

Evaluations and Personnel Files

8-9

Evening Meetings

18

Extracurricular Compensation

45-49

Grievance Procedure

33-35

Guidance Counselors

20

Insurance

26

Involuntary Transfers

23-24

Jury Duty

23

Just Cause

9

Leaves and Absences

21-23

Longevity

15

Memorandum of Agreement – Team Teaching

Appendix

Memorandum of Agreement –Teacher Evaluation

Appendix

Memorandum of Agreement – Health Insurance

Appendix

Maternity Leave

27-28


 


Alphabetical Index (cont’d)

Page(s)

New Positions

24

Non-Discrimination

37

Paternity Leave

27, 28

Personal Business Leave

22

Placement of Newly Hired Teachers on Salary Schedule

48

Posting

25

Preamble

6

Preparation Periods, Elementary

33

Printing of Agreement

7

Professional Days

29

Professional Development

12-13

Promotions

25

Protection of Teachers

16

Recall from Lay-Off

31-32

Recognition

6

Reduction in Force

30-32

Request for Transfer

23-24

Required Courses

11-12

RETELL

36-37

Sabbatical Leave

17

Salaries and Increments

14

Salary Schedules

39-41

Savings Clause

38

School Committee Authority

37-38

School Hours

18

Seniority

30

Sick Leave

21

Sick Leave Buy Back

26

Side Letter Agreements:  Team Teaching/Tuition Reimbursement

50

Teaching Hours and Teaching Loads

17-20

Teacher Transfers and Assignments

23-24

Term of Agreement

7

Travel Expense

20

Use of the Buildings

8

Use of Preparation Time

24

Work Stoppage

8

Work Year

17-18

Worker’s Compensation

10

 


 

INDEX BY ARTICLE

Agreement

6

Article 1 Recognition -

6

Article 2 Preamble –

6

Article 3 Term of Agreement –

7

Article 4 Printing –

7

Article 5 Conferences –

7

Article 6 Committee Meetings –

7

Article 7 Use of Building –

8

Article 8 Work Stoppage –

8

Article 9 Evaluations and Personnel Files –

8-9

Article 10 Just Cause –

9

Article 11 Worker’s Compensation –

10

Article 12 Master’s Degree Level –

10

Article 13 Placement Beyond Master’s Level –

11

Article 14 Changes in Salary Scale Level –

11

Article 15 Required Courses –

11-12

Article 15A Professional Development  -

12-13

Article 16 Classroom Money –

13

Article 17 Salaries and Increments –

14

Article 18

14

Article 19 Longevity –

15

Article 20 Deductions –

15

Article 21 Protection of Teachers –

16

Article 22 Sabbatical Leave –

17

Article 23 Teaching Hours and Teaching Load –

17-20

Article 24 Leaves and Absences –

21-23

Article 25 Teacher Transfers and Assignments –

23-24

Article 26 New Positions –

24

Article 27 Use of Preparation Time –

24

Article 28 Promotions –

25

Article 29 Posting –

25

Article 30 Application –

25

Article 31 Insurance –

26

Article 32 Payment for Accumulated Sick Leave Upon Retirement –

26

Article 32A Early Retirement Incentive –

26-27

Article 33 Maternity, Paternity, or Adoption Leave –

27-28

Article 34 Teacher Assistants –

28

Article 35 Agency Fee –

28

Article 36 Early Release Time –

28

Article 37 Professional Days –

29

Article 38 Curriculum Development/Curriculum Structure

29

Article 39 Reduction in Force –

30-32

 


Index by Article (cont’d)

 

Article 40 Preparation Periods of Elementary Classroom Teachers –

33

Article 41 Grievance Procedure –

33-35

Article 42 Drug-Free Workplace Act –

35-36

Article 43 RETELL

36-37

Article 44 Non-Discrimination –

37

Article 45 Reopening of Negotiations During the Life of the Contract

37

Article 46 School Committee Authority –

37-38

Article 47 Savings Clause –

38

Article 48 Compensation Schedules –

38-47

Appendix A Placement of Newly Hired Teachers on Salary Schedule

50

Addendum A Memorandum of Agreement – Team Teaching

51

Addendum B Memorandum of Agreement – Teacher Evaluation

52

Addendum C Memorandum of Agreement – Health Insurance

53

Signature of Contract

 

 

 

 


AGREEMENT

 

Pursuant to the provisions of General Laws Chapter 150E, this Agreement is made and entered into by and between the School Committee of the Town of Agawam, hereinafter referred to and designated as the Committee and the Agawam Education Association, Unit A, a voluntary association formed by certain individuals employed by the Town of Agawam School System, hereinafter referred to and designated as the Association.

 

 

Article 1

RECOGNITION

 

1.      The Committee recognizes the Association for the purpose of professional negotiation as the exclusive representative of certain members of the present entire professional staff below the rank of Superintendent, Assistant Superintendent, Principal, Assistant Principal and Director.

 

2.      Those certain members of the professional staff are teachers – except teachers in the regular Agawam Evening Adult Education classes – including Instructional Coaches, Educational Data Warehouse Analyst, Technology Facilitator, Mentor Coordinator, Speech Pathologist, Occupational Therapists, coaches, and non-teaching non-supervisory personnel which term shall include but not be limited to guidance, library personnel, and school psychologists.

 

3.      The Association agrees to represent equally, all members of the professional staff without regard to membership status, race, color, sex, religion, national origin, age, handicap, gender identity, or sexual orientation. 

 

4.      The Committee or Association may, at their discretion, appoint a single representative or a group of representatives for the purpose of such negotiation.

 

 

Article 2

PREAMBLE

 

Recognizing that our prime purpose is to provide the highest quality education for the children of Agawam and that good morale within the professional staff of the Agawam Public Schools is essential to the achievement of that purpose, the Committee and the Association, parties to this Agreement declare that:

 

a)      The Committee, elected by the citizens of the Town of Agawam, has final responsibility for establishing the educational policies of the Public Schools, and nothing herein contained is intended to limit the right or discretion inherent in the Committee by law.

 

b)      The Superintendent of Schools of the Town of Agawam, hereinafter referred to and designated as the Superintendent, has the responsibility for carrying out the policies established by the Committee.

 

c)      The teaching staff of the Public Schools of Agawam has the responsibility for providing education of the highest possible quality in the schools.

 

d)     Fulfillment of these responsibilities can be facilitated and supported by consultations and free exchanges of views and information between the Committee, the Superintendent and the professional staff in the formulation and application of policies related to salaries, hours, and other conditions of employment.

 

 

Article 3

 

TERM OF AGREEMENT

 

This Agreement shall remain in effect for the period of three (3) years commencing September 1, 2013 and ending on August 31, 2016.  Following a timely request for negotiations, the School Committee will meet promptly with the Association.

 

 

Article 4

 

PRINTING

 

One-half (1/2) of the cost of printing this Agreement will be paid for by the Committee.  The Association will arrange for printing copies for new bargaining unit members, and a minimum number of copies deemed necessary by mutual agreement of the parties.

 

 

Article 5

 

CONFERENCES

 

The Association may be represented at conferences up to a total of ten (10) teacher days at the discretion of the Superintendent.

 

 

Article 6

 

COMMITTEE MEETINGS

 

The Committee will supply to the Executive Director and the President of the Association, a copy of the Final Minutes of the Committee Meetings.

 

 

 

 

 

Article 7

 

USE OF THE BUILDING

 

The Committee agrees that the Association may use school buildings for meetings during the term of this Agreement with the permission of the principal of the building and the Superintendent.  The Association has the right to use the bulletin boards located in the teachers’ rooms and to place Association literature in the teachers’ mailboxes with the approval of the building principal. 

 

The Association is to be allowed one (1) hour between the hours of 9 a.m. and 2 p.m. for Association business on orientation day.

 

 

Article 8

 

WORK STOPPAGE

 

The Association and the Committee recognize that strikes, slow-downs, withholding of services and other forms of work stoppages by the persons covered by this Agreement are contrary to law.  The Association and Committee agree that differences shall be resolved by peaceful and appropriate means without interruptions to the school program.  The Association, therefore, agrees that there shall be no strikes, work stoppages, slow-downs, withholding of services or other concerted refusal to perform work by any of the employees covered by this Agreement.

 

The Association agrees that if the current “no strike law” contained in General Laws Chapter 150E, Section 9A is amended so that strikes, work stoppages, slow-downs and withholding of services are permissible by the employees covered by this Agreement, then the Association agrees not to avail itself of the provisions of any amended law for the duration of this Agreement.

 

 

Article 9

 

EVALUATIONS AND PERSONNEL FILES

 

1.      Each teacher shall be shown his/her evaluation report and shall have the opportunity to discuss this report with his/her supervisor or principal.  After such discussion, the teacher shall sign the report, but the teacher’s signature does not necessarily indicate agreement with the report’s content.  The teacher may request a delay of one (1) day prior to the signing and filing of such report.  The teacher may file a separate companion report or response to be attached to the evaluation form before it is placed in his/her personnel file.  (The evaluation report shall indicate whether or not a companion report was filed.)

 

2.      At the request of the teacher, he/she is to be provided with a copy of any formal evaluation reports.

 

3.      The granting of any salary increment as set forth in the salary schedule shall not be deemed to be automatic; and if withheld, the employee shall be given a written notice with reasons no later than April 1.  The Superintendent shall have the power to recommend to the School Committee the withholding of any salary increment for inefficiency or for other good cause.  The withholding of any salary increment shall be subject to the grievance procedure.

 

4.      Upon written request, each teacher has the right to review the contents of his/her personnel file, excluding confidential references received prior to his/her employment.  At the teacher’s request, a representative of the Association may accompany the teacher in such review.  The review shall be made in the presence of the person responsible for the safekeeping of such file.  Facilities shall be made available for the teacher to make photocopies of such contents and records, except in circumstances beyond the control of administration.

 

5.      If any material of an evaluative nature concerning a teacher’s performance is inserted into his/her personnel file, the teacher will be notified and given a copy of said material.  If the teacher so elects, he/she will have the right to respond, in writing, to any such material and such response will be included in the personnel file.

 

6.      Any reprimand or discipline of a teacher by a supervisor or administrator shall be done in a manner that will not embarrass the teacher before other employees, pupils, parents or the public.

 

 

Article 10

 

JUST CAUSE

 

1.      If a complaint is received by an administrator which will likely result in the reprimand or other discipline of a teacher, the teacher will be promptly notified of the complaint and appraised of all pertinent details.

 

2.      No teacher will be reprimanded, either orally or in writing, suspended, demoted dismissed or disciplined without just cause.

 

3.      No teacher shall be suspended except under the provisions of Massachusetts General Laws, Chapter 71, Section 42D as amended from time to time.

 

4.      No teacher shall be dismissed or demoted except under the provisions of Massachusetts General Laws, Chapter 71, Section 42 as amended from time to time.

 

5.      In the event of an appeal of a teacher suspension, dismissal and/or demotion, the teacher and/or the Union may elect to appeal according to the provisions of Massachusetts General Laws, Chapter 71, Sections 42 and 42D or under the provisions of Article 41 of this Agreement, but not both.

 

Article 11

 

WORKER’S COMPENSATION

 

When a teacher is entitled to Worker’s Compensation because of injury arising out of or in the course of employment, the teacher may use sick leave to the extent that the teacher has accumulated sick leave pursuant to the provisions of Article 24 of this Agreement, so that when the dollar amount of the Worker’s Compensation and the accumulated sick leave are added together, the sum will equal the dollar amount of the teacher’s regular compensation.

 

 

Article 12

 

MASTER’S DEGREE LEVEL

 

New teachers may arrive at Master’s Degree level only by means of earned degree acquired from an accredited university or college.  Teachers employed prior to September 1968 may work toward the Master’s Degree or equivalency and must submit to the Superintendent’s office a transcript of courses taken and plans for completion of Master’s Degree level or thirty-two (32) approved graduate credit hours beyond the Bachelor’s degree. 

 

A second Bachelor’s degree can serve as an equivalent to the Master’s degree provided that: 

 

1.      There can be no transfer of credits from prior degree work.

 

2.      The second Bachelor’s degree must be totally unrelated to the original Bachelor’s degree.

 

3.      The proposed second Bachelor’s degree courses must be submitted to the Superintendent of Schools for approval.

 

Article 13

 

PLACEMENT BEYOND MASTER’S LEVEL 

 

In order to promote further education of teachers, those teachers who have or are eligible for an equivalency may go to Master plus 15,  Master plus 30 and Master +45/CAGS by taking courses approved by the Superintendent.  For the school year 2001-2002 the salary schedule will consist of five (5) levels:  Bachelor’s, Bachelor’s plus 15, Master’s, Master’s plus 15, and six year level.  Effective 2002-2003 the salary schedule will consist of seven (7) levels:  Bachelor’s, Bachelor’s +15, Master’s, Master’s +15, Master’s +30, 45/CAGS, Doctorate.  The plus 15 are graduate credits beyond the degrees in a program approved by the Superintendent.

 

Members of the bargaining unit who have achieved a Second (2nd) Masters Degree shall be compensated at the rate established under the agreement for Masters plus 45/CAGS.  Accordingly, Articles 13 and 47 of the agreement are, by agreement, to be interpreted as including 2nd Masters as part of the MA+45/CAGS.

Article 14

 

CHANGES IN SALARY SCALE LEVEL

 

Teachers who earn sufficient credits or degrees to be placed on a different salary schedule column during any school year will be placed on new salary schedule column in September or February, as applicable.  Official grades and transcripts must accompany the letter to the Superintendent requesting a salary schedule column change.  Said documentation and accompanying letter must be received by the Superintendent’s Office no later than seven (7) calendar days prior to the 1st payroll of the school year in order to be placed on the new salary schedule column effective the first payroll of September, or no later than January 15 in order to be placed on the new salary schedule column effective the first payroll of February.  An electronic version of the official grades and transcript will be accepted for purposes of column movement so long as the Superintendent subsequently receives the official version.

 

Article 15

 

REQUIRED COURSES

 

Recognizing that regular improvement and self-development are necessary attributes for a teacher, the Committee and the professional staff agree that professional development should be encouraged for all members of the professional staff in whatever manner desired, available and necessary in order to properly fulfill job requirements.

 

Every teacher who has not achieved the M+30 level must take an approved two-credit course or its equivalent once in three years.  Within twenty (20) working days of receipt of a proposed course or equivalent, the Superintendent shall grant or deny approval, in writing, to the teacher.  Credit shall be given for courses previously approved by the Superintendent or his designee, which approval shall be given if the Superintendent agrees the course is:

 

(a)    in the teacher’s field,

 

(b)   in methods, techniques, or philosophy of classroom teaching or the individual’s special field,

 

(c)    for an advanced degree in the teaching major or,

 

(d)   related to the teacher’s subject area,

 

(e)    other – as approved by the Superintendent.

 

The Committee and the Association agree that for the increment requirement, in lieu of the two-credit course, an in-service course will be made available.  The Superintendent, with any designees he appoints, will institute such courses at his discretion after consulting with appropriate representatives of the teaching staff for the level and type of course to be offered.  It is agreed that no more than two (2) courses shall be offered.  The Superintendent may require a member of the professional staff to pursue a specific course of study.  This requirement shall not be unreasonable and, if desired, written reasons for the request will be given to the individual.  If a course is required, the School Committee will pay the cost of the tuition.

 

Another alternative way of completing the increment requirement is to accumulate vouchers totaling twenty (20) clock hours in one (1) school year by attending workshops and conferences, etc. scheduled beyond the school day.  In order to qualify, the workshop or conference, etc., must be endorsed by the Committee on Professional Development and approved by the Superintendent or his/her designee.

 

 

Article 15A

 

PROFESSIONAL DEVELOPMENT

 

1.      The Committee and the Association on behalf of the teachers recognize their respective statutory obligations regarding professional development as set forth in Massachusetts General Laws Chapter 71, Sections 38G and 38Q, as amended from time to time.  In furtherance of the current statutory obligations, the Committee will offer locally developed options related to teacher professional development plans for certification offered at no cost to the teachers.

 

2.      The locally developed options may include in-service courses, workshops and other professional development activities.  The Superintendent shall institute such in-service courses, workshops and other professional development activities at his/her sole discretion after reviewing recommendations from the Professional Development Committee and assessing the needs of the school district.  The Superintendent shall select the instructors and determine their necessary qualifications and compensation for in-service courses, workshops and other professional development activities at his/her sole discretion.

 

 

3.      Opportunities to serve as instructors for in-service courses or workshops shall be posted in every school building at least ten (10) days in advance of the date for selection of the instructor, and a copy of such posting shall be given to the President of the Association.  During the summer months, such postings shall be made at the Central Office with a copy mailed to the President of the Association.  If a teacher is selected as an instructor for an in-service course, workshop or other professional development activity, they shall be compensated at the rate of seventy-five dollars ($75.00) per hour for presentation time outside of the school day.  For in-service courses, workshops or other professional development activities taught by two (2) or more teachers, total compensation for all teachers shall not exceed one hundred twenty-five dollars ($125.00) per hour for presentation time outside of the school day.  For instruction during the regular work day, the rate of compensation shall be thirty-five dollars ($35.00) per hour for preparation time, not to exceed the length of presentation time.  For in-service courses, workshops or other professional development activities taught by two (2) or more teachers, total compensation for all teachers shall not exceed seventy-five dollars ($75.00) per hour for preparation time during the regular work day, not to exceed the length of presentation time.

 

4.      Individual teacher participation in the locally developed professional development activities, whether as an instructor or a course participant is voluntary.

 

The Agawam School Committee will reimburse up to $450.00 per year (September-August) costs toward individual courses for credit, workshops and other activities supporting the re-certification of each teacher that are approved in advance by the Superintendent of Schools.  The teacher requesting said reimbursement shall request approval at least fourteen (14) days prior to the expected date of the course or workshop and will provide sufficient information to the Superintendent for his/her review.  Approved activities should directly relate to the re-certification of the teacher and the needs of the Agawam Public Schools.  Upon completion of a course and prior to receiving reimbursement, the teacher shall provide evidence to the Superintendent that she/he received a grade of “B” or better in the course; along with a receipt for proof of payment on the course taken. Upon completion of a workshop or other activity, the teacher shall provide evidence of attendance to the Superintendent.  Reimbursement for a course will be credited to the year in which the course was completed:  i.e. a course completed on or before August 31, 2006 is credited to the 2005-2006 school year and a course completed on or before August 31, 2007 is credited to the 2006-2007 school year.

 

5.      NATIONAL BOARD CERTIFICATION – Teachers who are in the process of fulfilling the requirements for National Board Certification will be allowed three (3) release days per year.  The School Committee further agrees that it will compensate each teacher for the required application fee.

 

6.      If curriculum writing and/or development occurs on professional development days, teachers will receive professional development points (PDP’s) for time spent on said activity.  If curriculum writing and/or development occurs during normal work time, said activity will be voluntary and teachers will receive PDP’s.  If curriculum writing and/or development occurs outside of normal contractual work time, teachers can choose to receive PDP’s or compensation at the rate specified in Article 23, Section 11.

 

 

Article 16

 

CLASSROOM MONEY

 

Teachers will collect monies only for individual classroom activities.  Teachers will collect money only in a sealed envelope or check from, checks to be made payable only to the school, P.T.O. or other organization, and not to the individual teacher.

 

 

 

Article 17

 

SALARIES AND INCREMENTS

 

1.      Individual salaries shall be divided into twenty-six (26) pay periods.  Checks will be mailed to the homes of the teachers during periods when school is not in session.

 

Teachers shall be given the option of the following two (2) pay methods:

 

A.                Regular two-week period during the school year with a lump sum for summer pay to be paid in June, if notified by June 1.

 

B.                 26 pays at two-week intervals.

 

C.                 At the time of hire, new teachers will be informed of the anticipated date of their first paycheck.

 

2.      During certain contract years, it is possible to divide individual salaries into twenty-seven (27) pay periods.  The Superintendent will notify the Association in writing on or before May 1st of the year prior to such a year that the twenty-six (26) or twenty-seven (27) pay period option exists.  The Association will notify the Superintendent in writing on or before June 15th of the year prior to such a year regarding whether bargaining unit members will receive their compensation in twenty-six (26) or twenty-seven (27) pay periods.  This decision will apply to all bargaining unit members except for bargaining unit members who choose option A above.  If the Superintendent does not receive notification by the Association on or before June 15th, the individual salaries will be divided by twenty-six (26) pay periods.

 

3.      Increments as set forth in the salary schedule are effective September 1 annually.

 

4.      Teachers who are in service one hundred (100) or more teaching days in any school year, including sick leave, if granted by the School Committee for the teacher, shall be granted the earned increment and any special increase in accordance with the established requirements relating thereto.

 

5.      A teacher will proceed from minimum to maximum by earned increments.

 

 

Article 18

 

Reserved for Future Use

 

 

 

 
Article 19

LONGEVITY

 

Longevity schedule is as follows:

 

 

2013-2016

 

0%

Max plus 1 year

945

End 20th

1464

End 25th

1697

End 30th

1921

End 35th

2033

 


Longevity is to be based upon years of current employment, permanent or temporary, in the Agawam School system, except that authorized leave of absence shall not constitute a break in current employment but shall not be credited for longevity pay.

 

 

 

 
Article 20

 

DEDUCTIONS

 

The Committee agrees that whenever duly authorized by any teacher on a form or forms approved by the Committee, and provided that accounting equipment is available, payroll deductions on behalf of such teacher shall be made every pay day and paid over in accordance with such form or forms for any or all of the following purposes:

 

A.    Association dues.

 

B.     Premiums under Agawam Employee’s Group Insurance.

 

C.     Payments to the Agawam Federal Credit Union and MTA Credit Union for premiums under any annuity contract purchased for the teacher by the Committee.

 

D.    Contributions to the Agawam Instructional Trust Fund.

 

E.     Contributions to MTA-VOTE.

 

F.      Premiums for long and short term disability insurance provided through the MTA.

 

 

 

Article 21

 

PROTECTION OF TEACHERS

 

 

The Committee shall reimburse teachers for:

 

a)      The cost of any clothing and other personal property damaged or destroyed as a result of an assault suffered in the course of his/her employment.

 

b)      The cost of any medical, surgical, or hospital services over and above the amount of any insurance reimbursement and Worker’s Compensation received by said teacher, incurred as the result of any assault suffered in the course of his/her employment.

 

Provided that this protection shall apply only to situations in which the teacher is blameless.

 


Article 22

 

SABBATICAL LEAVE

 

Sabbatical leaves may be granted by the Committee for the purpose of substantially contributing to the improvement of the quality of the professional staff, subject to the following:

 

1.      Upon the recommendation of the Superintendent and the approval of the Committee, sabbatical leave may be granted to two (2 ) or more teachers in one year, at the discretion of the Committee.

 

2.      A request for sabbatical leave must be received by the Superintendent, in writing, on or before December 31 prior to the school year for which it is requested.  The Committee shall act upon a request for sabbatical leave not later than March 1.

 

3.      The teacher must have completed at least seven (7) consecutive full school years of service in the Agawam Public Schools before said leave begins.

 

4.      Teachers on sabbatical leave will be paid 50% of their regular salary rate, provided that such pay, when added to any program grant will not exceed the regular salary rate.  Salaries will be computed from September 1 of the sabbatical year.

 

5.      The teacher will agree to return to employment in the Agawam School System for one (1) full year for each college semester of sabbatical leave.

 

6.      The teacher must sign a contract agreeing to return the proportionate part of the money advanced if he or she does not return to the Agawam School System or leaves before his/her contract is fulfilled.  This will be binding except for death, illness, or other circumstances beyond his or her control.

 

7.      The teacher will return to the pay schedule as though he or she has never taken leave.

 

 

Article 23

 

TEACHING HOURS AND TEACHING LOAD

 

The School Committee and the Association recognize and agree that the teacher’s responsibility to his/her students and his/her profession generally entail the performance of duties and the expenditure of time beyond the regular work day, but that time and work schedules can and should be established.

 

1.      The work year of teachers, other than new personnel who may be required to attend additional orientation sessions, will begin no earlier than September 1st and will terminate no later than June 30th, but will in no event be less than one hundred eighty three (183) work days.  The one hundred and eighty three (183) day work year shall include one hundred and eighty (180) days with students.  The school calendar shall also include the scheduling of five (5) emergency/inclement weather days.  (For payroll purposes, fractional amounts paid or deducted shall be at the rate of 1/183 per day.)

 

Orientation days for other than new personnel shall be considered as scheduled work days.  Any days above this limit shall be reimbursed at the 1/183 of the teacher’s contracted salary.

 

2.      A convocation shall be scheduled for the first teacher work day.  Said day shall also be used for presentations (including one hour for use by the AEA as outlined in Article VII), professional development, or other matters at the discretion of Administration.  Teachers shall be allowed to work in their classrooms and have a lunch period after the conclusion of the convocation and the AEA meeting until 1:00 p.m.  From 1:00 p.m. until 3:00 p.m., staff will attend professional development and/or staff meetings.

 

3.      The schedule for school hours for abnormal conditions of enrollment and housing is subject to modification by the School Committee providing that such modification will not increase the length of the teacher’s workday.  Hours for normal conditions will be 7:20 a.m. to 3:30 p.m., and under any conditions will not be more than a continuous six and one-half hour’s workday except for one hour per week for scheduled consultations with parents or administrative meeting times.  Effective September 1, 2008, the teacher work day will be increased by ten (10) minutes, five (5) minutes in the morning and five (5) minutes in the afternoon (hours for normal conditions to be 7:15 a.m. to 3:35 p.m.), for a continuous workday of six hours and forty minutes, except for one hour per week for scheduled consultations with parents or administrative meeting times.  A teacher at the Agawam High School shall be required to arrive at school five (5) minutes before the start of classes and shall not leave until five (5) minutes after classes conclude.  A teacher at the Agawam Junior High School shall be required to arrive at school eight (8) minutes before the start of classes and shall not leave until five (5) minutes after classes conclude.  Teachers at the Agawam Middle School, the elementary schools and the Early Childhood center shall be required to arrive at school ten (10) minutes before the start of classes and shall not leave until ten (10) minutes after classes conclude. It is recognized that procedure for detention, emergencies, and after school help will be continued.

 

4.      Attendance at evening meetings and social affairs, except for district back to school night and district parent conferences, shall be at the option of the teacher, but the School Committee and the Association encourage participation in such meetings as part of the teacher’s responsibility.  District back to school night and district parent conferences shall take place only on regularly scheduled school days and shall not exceed three (3) per year for secondary schools and three (3) per year for elementary schools.

 

5.      Teachers at Agawam High School shall work a seven-period day with a six-day cycle.  Teachers shall teach no more than thirty (30) periods within the six-day cycle and within the six-day cycle shall have the equivalent of one (1) preparation period per day and one (1) duty period per day.  Science laboratories will be counted as one of the five teaching periods or equivalent permissible per day.  In addition, all teachers will mentor an Advisory Group for 30 minutes twice a month.

 

It shall not be the policy of the School Committee to require teachers to teach a sixth period.  In situations when scheduling requirements demand the teaching of a sixth period, any qualified teacher may volunteer for a sixth period assignment for which he/she will be paid a stipend of $7,000.00 per school year.  If no qualified volunteer can be solicited to teach a sixth period, the administration may appoint a qualified teacher to teach a sixth period for this stipend.  All sixth period assignments will be made on a rotating basis.

 

The teacher’s lunch period shall be a minimum of twenty (20) minutes per day free from all duties.

 

6.      Teachers at Agawam Junior High School shall work a seven (7) period day with a six (6) day cycle.  Teachers shall teach no more than thirty (30) periods within the six (6) day cycle and within the six (6) day cycle shall have the equivalent of one (1) preparation period per day and one (1) supervisory class per day except that teachers of art, music, family and consumer science, health, technical education, physical education, business, resource room, and reading shall teach no more than the equivalent of six (6) periods per day and shall have the equivalent of one (1) preparation period per day with no supervisory class.  The teacher’s lunch period shall be a minimum of twenty (20) minutes per day free from all duties.  The parties have agreed to a Side Letter Agreement, which is attached to the contract as Addendum A.”

 

7.      Teachers at Agawam Middle School shall work a seven-period day with a five-day cycle.  Teachers shall teach no more than twenty-five (25) periods within the five-day cycle and within the five-day cycle shall have the equivalent of one (1) preparation period per day and one (1) supervisory period per day except that teachers of Art, Music, Consumer and Health Sciences, Reading, Resource Room, Physical Education, and Technical Education shall teach no more than the equivalent of six (6) periods per day and shall have the equivalent of one (1) preparation period per day with no supervisory class.  The teacher’s lunch period shall be a minimum of twenty (20) minutes per day free from all duties.

 

8.      Effective September 1, 2008, elementary teachers, grades K through 4, will be guaranteed a minimum of thirty (30) minutes of preparation time per day.

 

Early Childhood teachers shall be guaranteed at least five hundred (500) minutes of preparation time in a three (3) week cycle. 

 

In addition, all elementary teachers shall have a minimum of twelve (12) personal hygiene periods of a minimum of fifteen (15) minutes each during a three (3) week cycle.

 

There will be a one-half (1/2) hour of uninterrupted noon lunch period, free from all duties allotted to each elementary school teacher.

 

Elementary teaches shall not be required to perform lunch duty or noon recess duty, and one-half of such time shall be devoted to student instruction, and the other one-half of such time shall be preparation time.

 

9.      Teachers may leave school during lunch or preparation periods.  Principals may  withhold this privilege with reason.  The administration may establish reporting procedures for the absence of teachers from the building.

 

10.  The School Committee and the Association realize that a small class size is of advantage in the teaching process.

 

11.  Teachers who perform additional work not covered by this Agreement shall be paid at the rate of thirty ($30.00) dollars per hour.  (This rate shall stay in effect for the life of this agreement).  Additional work is at the discretion of the teacher.

 

12.  Every teacher who is required to travel using their own motor vehicle in the performance of his/her duties will be compensated at the current IRS rate per mile.  Such travel may take place to and from facilities or residences other than schools, and such travel may be to communities outside the City of Agawam.  Requests for reimbursement of expenses shall be made within ten (10) days from the date a total claim for reimbursement of $25.00 or more has accrued on forms prepared for this purpose.  Payment of approved travel expenses shall be made within thirty (30) days of submission of the travel voucher.

 

13.  Teachers who must stay past their normal end of the work day for joint professional development or who must arrive early before their normal work day begins for joint professional development shall be released for an equal amount of time from their weekly school building administrative meeting.  Teachers affected by this schedule change shall be notified at least five (5) school days in advance.

 

14.              A. Guidance Counselors shall work 189 days per year, they shall work six (6)

days which shall normally be before the opening of school or after the close of school.

 

B.          Guidance Counselors shall be paid two thousand forty dollars ($2,040) in 2013-2014, two thousand seventy-one dollars ($2,071) in 2014-2015, and two thousand one hundred and two dollars ($2,102) in 2015-2016 over the teaching schedule.

 

C.          Guidance counselors will be released one day per month 2 hours earlier than the normally scheduled end of their workday.  Guidance counselors will schedule evening office hours three (3) times per year, at the close of each marking period for the purpose of conferencing with parents.  Evening office hours will be held in November, February, and April, and will be scheduled between 5:00 p.m. and 7:00 p.m. Middle School, Junior High School and High School guidance counselors will schedule conference evenings and during alternate nights.

 

 

 

Article 24

 

LEAVES AND ABSENCES

 

Sick Leave

 

1.      All members of the bargaining unit shall be entitled to twelve (12) days sick leave for each completed academic year.  All members will be credited with twelve (12) days on the first day of the school year.  This amount shall be prorated at the rate of 1.2 days per month for teachers who begin employment after the start of the school year.  Teachers who leave employment and who have used sick leave in excess of that which they would have earned at the rate of 1.2 days per month through the date of termination, will have the amount of unearned used sick leave deducted from their final check.

 

Any unused sick leave may be accumulated with no maximum limit.  Teachers in their first year of employment with the Agawam Public Schools will be credited with sick leave according to the above paragraph.  For first year teachers, the Superintendent may, in his/her judgment suspend the granting of paid sick leave in excess of that earned at the rate of 1.2 days per month until such time as the teacher has accumulated enough earned days to cover his/her absence.

 

2.      Sick leave shall be interpreted as:

 

A.    Illness of the teacher himself/herself.

 

B.     A maximum of five (5) days per school year for critical illness in the immediate family or significant other when emergency illness or injury in the family requires a teacher to make arrangements for necessary medical or nursing care.

 

C.     Extended illness of a teacher beyond his/her accumulated sick leave may be considered at the discretion of the School Committee.

 

D.    Medical examinations.

 

E.     Any other reason approved by the Superintendent.

 

3.   After an absence of five (5) consecutive school days for sick leave or when sick leave abuse is suspected, the Superintendent or designee may require a certificate from a doctor concerning the nature and duration of the teacher’s illness.

After eight (8) days of absence during a school year, the Superintendent may request a note from the teacher or from the teacher’s doctor, if the teacher has been under a doctor’s care, explaining the causes for the absence.  For each subsequent sick leave, a written request for sick leave may be required by the Superintendent from the teacher, stating the nature of the illness, before payment is authorized.

 

During periods of rehabilitation, the teacher shall inform administration where he/she can be reached.  A teacher shall not travel or reside in an area 200 miles distant from Agawam for rehabilitation except when his/her doctor advises such travel and then only with the approval of the Superintendent.

 

4.   Any teacher covered by this contract known to be suffering from tuberculosis in a communicable form, shall be subject to the provisions of General Laws, Chapter 71, Section 55B.

 

5.   In the event of illness in the immediate family with whom the teacher is living, sick leave up to three (3) days may be taken from available sick days.

 

6.   The Office of the Superintendent shall supply each teacher with a record of his/her accumulated sick leave up to June 30 of the previous school year.  This information shall be supplied no later than September 30 of the current year.

 

Absences with Pay

 

1.      Teacher may take up to three (3) days off for personal business during the school year without loss of pay.  Said days may be taken to attend to personal business which is beyond the control of the teacher and cannot readily be scheduled after school hours.  Unless circumstances otherwise dictate, personal leave may not be taken on the day before or after a holiday or vacation period.  Any unused personal days will rollover to the next contract year, and will be converted to accumulated sick leave.

 

2.      Bereavement leave shall be in addition to sick or personal leave as defined above.  An employee shall be granted bereavement leave of up to five (5) consecutive work days to be taken within seven (7) consecutive calendar days upon the death of their spouse, child or step-child, mother and father, and up to three consecutive work days to be taken within five consecutive calendar days upon the death of their son-in-law, daughter-in-law, grandchild, parent/legal guardian, mother-in-law, father-in-law, brother, sister, step-brother, step-sister, and significant other.  Bereavement leave shall not extend more than one (1) day beyond the date of the funeral.  An employee shall be granted one (1) calendar day of bereavement leave upon the death of their aunt, uncle, niece, nephew or grandparent, brother-in-law, or sister-in-law for the purpose of attending the funeral.  An employee may extend their bereavement leave by utilizing personal leave as described above with the advance approval of the Superintendent.  The decision of the Superintendent regarding the extension of bereavement leave shall not be subject to the grievance procedure outlined in Article 41.

 

3.      If the school year is extended because of unforeseen circumstances such as days of snow and teacher attendance at summer school is required before the close of the school year, the teacher may apply to the School Committee for early release without loss of pay, and such early release shall be at the discretion of the School Committee.  If the teacher receives remuneration for attendance during any day in question, his/her compensation from the Agawam Public Schools shall be reduced by that amount.

 

4.      A teacher actually serving on jury duty on a workday, or who actually reports to the Court for jury service as required by said Court for any portion of a workday, shall receive his/her regular rate of pay for each day served, reduced by the amount of jury pay, if any, received from the Court.  Jury pay, however, shall not include any meal or travel expenses paid by the Court.  Jury pay received for service on non-working days shall not be deducted from a teacher’s pay.

 

A teacher serving on jury duty shall furnish the Committee information with respect to days actually served on jury duty, days or any portion of a day the teacher reported to the Court for service as required by the Court, and the amount of jury pay, if any, (not including meals or travel expenses paid by the Court)  received from the Court.

 

A teacher on call for jury duty shall notify the Superintendent or his designee as soon as possible if he/she is scheduled to serve on jury duty the next day.

 

 

 

Article 25

 

TEACHER TRANSFERS AND ASSIGNMENTS

 

A.    Assignments

 

As soon as practicable and under normal circumstances not later than June 30, each teacher shall be notified of any change in the subject area of his/her program for the ensuing year, including the school to which he/she will be assigned, the grades and subjects that he/she will be assigned, the grades and subjects that he/she will teach and any special or unusual classes or assignments that he/she will have, provided that in the event of a change in circumstances or conditions during the months of May through September (e.g. death, resignation, leave of absence, unanticipated change in enrollment) the assignee must be sent immediate notice when the change is made.

 

B.     Transfer or Reassignments

 

1.      Teachers desiring a transfer will submit a written request to the Superintendent stating the assignment preferred including grade or subject.  Such request should be submitted between September 1 and April 1.  The Superintendent will post anticipated openings in-house for the following school year as soon as practicable.  The Superintendent will make a decision regarding transfer requests prior to the outside posting of vacancies.  A request for transfer will expire on June 30.  Nothing in this section will prevent a teacher from applying and being considered for the position posted at other times, under the terms of this Article and Articles 28, 29 and 30 of this agreement.

 

2.      The Association, Unit A, acknowledges the right of the School Committee to transfer.  In cases of involuntary transfer, the teacher involved will at the teacher’s request be entitled to meet with the Superintendent to discuss the implications of the transfer and the teacher’s preference in that regard.  Such transfers shall be made only for the good of the school system and shall not be made for arbitrary, capricious, or punitive reasons.

 

Teachers being involuntarily transferred shall be placed before requests for voluntary transfers are granted.

 

3.      In the determination of reassignment and transfers, the convenience and wishes of the senior transfer teacher will be honored to the extent that these considerations do not conflict with the instructional requirements and best interests of the school system and the pupils. 

 

4.      Notice of transfer shall be given to teachers as soon as practicable (and under normal circumstances not later than June 30).

 

 

Article 26

 

NEW POSITIONS

 

Following the establishment of staffing of new positions other than those specified in this Agreement, such new positions shall be incorporated into and subject to the provisions of this Agreement insofar as they are applicable.  The posting and application provisions contained below shall apply to new positions except for compensation.

 

 

Article 27

 

USE OF PREPARATION TIME

 

It shall not be the policy of the Committee to require teachers to use their preparation period for substituting for other teachers.  The Committee will make every effort to provide substitutes.  In situations where substitutes are necessary but not available, the principal may assign a teacher to use his/her preparation period for substituting.  A substituting teacher will be paid $32.67.  Teachers shall use their preparation periods to prepare for their professional responsibilities.  Administration may not require teachers to perform other duties during their preparation periods.

 

When a teacher who has arrived at school must leave because of illness or personal emergency, the teacher covering his/her classes agrees to work without compensation.  The covering teacher shall be chosen in an equitable way by the principal.

 

 

 

 

 

Article 28

 

PROMOTIONS

Definition

 

A promotional position is any professional position providing greater compensation.

 

 

Article 29

 

POSTING

 

Vacancies within the bargaining unit caused by resignation, death, retirement, promotion, transfer and newly created positions within the bargaining unit shall be posted in every school building and on line at least ten (10) school days in advance of the date for the filling of such vacancy.  The School Committee agrees to notify the President of the Agawam Education Association, or his/her designee of all vacancies within the bargaining unit at least ten (10 school days in advance of the date for filling of such vacancy.  Such notice shall clearly set forth the specifications, qualifications and compensation of the position.  The School Committee agrees that during the summer vacation period notices of vacancies within the bargaining unit will be mailed to the President of the Agawam Education Association, or his/her designee and will be posted at the Central Office at least ten (10) calendar days in advance of the date for filing of such vacancy.  The parties may by mutual written agreement amend the posting period contained herein.  E-mail notification to teachers covered by this agreement will be deemed to satisfy internal posting requirements established pursuant to this agreement.

 

 

Article 30

 

APPLICATION

 

A.                Every teacher who desires to fill any such vacancy shall file an application in writing before the closing date of application.  The application shall be acknowledged as quickly as possible.

 

B.                 Nothing in this Article shall prevent the School Committee from transferring persons covered by this contract and this Article shall be subject to the provisions of the Article entitled “Teacher Transfers and Assignments.”  The proposed notice concerning vacancies shall contain the following language.  “The filling of this vacancy is subject to the School Committee’s right to transfer.”  The applicants may be eligible for any vacancy that occurs because of transfer.

 

C.                 The Committee has the right to make temporary appointments and to call for new applications if the original applicants are not considered as qualified.

 

 

Article 31

 

INSURANCE

 

Medical insurance and life insurance shall be provided to each professional staff member, the cost shared equally by the Committee and the individual, and shall be comparable to that in effect at the date of the signing of this Agreement.

 

 

Article 32

 

PAYMENT FOR ACCUMULATED SICK LEAVE UPON RETIREMENT

 

A.                Upon retirement from Agawam, or death (while employed by Agawam), teachers or their estate shall be entitled to one (1) day’s pay for every four (4) days of  accumulated sick days above thirty (30).  The Superintendent must be notified of a teacher’s intent to retire by January 1st of the year preceding retirement in order to budget.  A teacher may rescind his/her retirement notice no later than sixty (60) days prior to the effective date of retirement, unless a material change in personal circumstances warrants otherwise.  A teacher may submit a letter of intent to retire after January 1st  of the year preceding retirement; however, if the teacher does so, the Committee has the option to defer payment to the fiscal year next following the date of notification.

 

B.                 The provisions of Paragraph A above shall apply to teachers hired after December 1, 1982 to the extent that the accumulated sick leave shall be limited to 150 days, with the net affect then being that a teacher may receive compensation for a total of 30 days maximum.

 

 

Article 32A

 

EARLY RETIREMENT INCENTIVE

 

Teachers who elect to retire in accordance with the following table shall receive the amount shown.  To be eligible for early retirement, teachers must have served a minimum term of ten (10) years continuous employment, including time spent on authorized leaves of absences, in the Agawam School System.  This retirement must take place at the end of a school year.  The School Committee must be notified of the intention to retire no later than March 1 of the school year in which the retirement will take place for this provision to apply.

 

 

 

 

 

 

 

RETIREMENT INCENTIVE

 

 

AGE

2013-2016

 

 

0%

 

55

20,447

 

56

19,295

 

57

18,193

 

58

17,026

 

59

15,892

 

60

14,774

 

61

13,620

 

           

This article will not apply to teachers who begin employment on or after the first work day of the 2008-2009 school year.  The parties agree that the Superintendent will notify such new employees of this exclusion prior to their acceptance of employment with the Agawam Public Schools.

 

 

Article 33

 

MATERNITY, PATERNITY, OR ADOPTION LEAVE

 

A teacher who wishes maternity leave, paternity leave, or adoption leave shall be granted leave without pay.  An eligible teacher may elect unpaid leave, leave under the Massachusetts Maternity Leave Act or leave under the federal Family and Medical Leave Act.  Leave under the Massachusetts Maternity Leave Act or the Family and Medical Leave Act may be extended as unpaid leave for the period up to September 1 immediately following one (1) year from the date of termination of pregnancy or one (1) year from the date of legal custody.  If a teacher is to return on September 1, written notice must be given to the Superintendent no later than the preceding March 1.

 

If the teacher so desires, he/she will be granted a second year of leave in accordance with the preceding procedure, except that he/she shall not earn seniority credit during the second leave year.  Reinstatement to the teacher’s former position in the same building cannot be guaranteed but if reinstated the teacher will be returned to the same level.

 

Maternity leave shall be granted to pregnant teachers upon the receipt by the Superintendent of a physician’s statement verifying the pregnancy and stating the expected delivery date and recommended termination of teaching date.  If the teacher’s physical condition requires that she leave her position before the recommended termination date, the Superintendent shall be notified immediately.

 

In the event a maternity leave has been granted and the pregnancy does not result in the birth of a living child, the teacher may apply for termination of her maternity leave.  Upon two weeks’ written notice to the Superintendent, and with a doctor’s certificate indicating physical ability to return to work, the teacher shall be reinstated.

 

Medical certified disabilities caused or contributed to by pregnancy and recover there from shall be treated as temporary disabilities for all job-related purposes.  Accumulated sick leave shall be available for use during period of such temporary disability upon written certification of the attending physician that the disability was caused or contributed to by pregnancy.

 

The parties agree that only one (1) member of the family may claim leave under this Article at any one time.

 

 

Article 34

 

TEACHER ASSISTANTS

 

Teacher assistants will be assigned by the Superintendent, and such assignment shall not be subject to the grievance procedure.

 

Article 35

AGENCY FEE

 

The Committee agrees that there will be an agency fee binding on all teachers to support the cost of negotiations in accordance with the Massachusetts Public Employee Collective Bargaining Chapter 1078 of the Acts of 1973.

 

 

Article 36

EARLY RELEASE TIME

 

At least three (3) early release days for students will be scheduled by the Superintendent of Schools during each school year.  Each early release day will create a professional development release day for teachers.  Each professional development release day will be three (3) hours in length of which one (1) hour will be considered administrative meeting time as set forth in Paragraph 1 of Article 23.  The calendar and programs for professional development release days will be established by the Superintendent of Schools after consultation with the Assistant Superintendent and Principals, and input from the Agawam Education Association.  The calendar shall clearly delineate which offerings are required due to Federal and/or State mandates/requirements, and which time slots are available for other professional development.  Administration shall create the calendar in August, and shall provide the calendar to the Association in September.  Bargaining unit members shall submit their input and/or proposals regarding professional development to the Superintendent of Schools in writing no later than thirty (30) calendar days prior to the available time slot.  All professional development activities and/or proposals are subject to the approval of the Superintendent; must be aligned with Federal and State mandates/requirements, and District and School Improvement Plans; and may be on a full system or partial system basis as determined by the Superintendent.


Article 37

PROFESSIONAL DAYS

 

The Committee and the Association agree that educational conferences, observations, visitations, workshops, and similar professional development activities can be of benefit to the educational process.  At the discretion of the Superintendent, an absence with pay may be provided for such professional development activities.

 

 

Article 38

CURRICULUM DEVELOPMENT

 

Curricula consistent with the applicable state curriculum frameworks will be provided for the various subject areas.  These curricula shall present an outline of instruction and a basis for further development of the particular course.  The curricula shall be designed to assist in strengthening and clarifying philosophies regarding the teaching of a subject and will offer suggestions on a variety of possibilities for instruction, patterns of individualization, variations of approaches, and materials.

 

Development of Curriculum:

 

a.       Curricula are best developed by the staff and teachers who are to use them.  The Superintendent, with any designee he/she appoints, will institute such curriculum development.

 

b.      When entire staff participation is not feasible, a system of representatives of staff and/or departments concerned shall form system-wide committees for study, creation, and revision of any particular curriculum.

 

c.       If at the discretion of the Superintendent, teachers are to be used in curriculum development work, they will each be compensated at the educational rate provided in Section 11 of Article 23.  All such positions shall be posted in accordance with the terms of this Agreement.

 

d.      A dynamic instructional program requires ongoing alteration in the curriculum and courses of study.  It is the policy of the School Committee that no basic course of study shall be eliminated or new courses added without the approval of the Committee, nor shall any sharp alteration or reduction of a course of study be made without such approval.

 

e.       When work is completed on the curriculum, the committee responsible for its development shall present it, through the Office of the Superintendent, to the School Committee.

 

The Agawam Schools will develop their own courses of study as reflected by the needs of the local situation.


 

Article 39

 

REDUCTION IN FORCE

 

It is the School Committee’s responsibility and policy to maintain good public schools and to obtain the most qualified applicants from all available sources.  However, if it becomes necessary to eliminate certified staff positions, a fair and orderly process will be followed.

 

1.      In the event it becomes necessary to reduce the number of teachers or the number of hours worked by a teacher in the bargaining unit, the School Committee will take into consideration length of service in the Agawam School System; the teacher’s area of certification; major and minor field of study; and the quality of teacher performance.

 

2.      A teacher whose position is eliminated or reduced in hours shall:

 

a.       Be transferred to an open position for which the teacher is licensed and qualified.

 

b.      Replace a teacher with the lowest seniority within the Agawam School System whose position the senior teacher is licensed and qualified to fill. 

 

3.      Definitions:

 

“QUALIFIED” means that the teacher has on file with the Office of the Superintendent evidence that he/she possesses the necessary qualifications as outlined in the School Committee job description for a position or can obtain said qualifications by the effective date of the layoff.

 

“CERTIFIED” means that the teacher has on file with the Office of the Superintendent evidence that he/she possesses the necessary certification or can obtain said certification by the effective date of the layoff.

 

“SENIORITY”  means a teacher’s length of service in years, months and days of current employment, permanent or temporary, in the Agawam School System.  Approved leaves of absences shall be included for the purpose of crediting seniority.  Breaks in service when the teacher has resigned shall not be included; neither shall time spent as a substitute be included.  Part-time service shall be computed based on the number of days worked regardless of the number of hours (e.g. teacher under contract for 2 ½ days per week will be credited for 3 days per week, a teacher working one-half day for the entire school year will be credited with one year).  In computing part-time service, 183 days shall be considered the equivalent of one year.  In cases involving teachers who have identical seniority, preference for retention shall be given to the teacher who has achieved the highest level of any degree as of September 1 in each school year as described in the compensation schedule.  Changes in degree level will be made once a year prior to the issuance of the new list each September.  If ties still exist, the person with the greatest number of years of teaching outside Agawam in other public school systems shall be senior.  Service outside of Agawam does not include substitute service and shall be expressed in years only unless there is a tie in all other service criteria. 

 

The above notwithstanding, effective September 1, 1998, seniority for part-time teachers will be calculated on a pro-rated basis, based upon the percentage of part-time service to full time service (e.g. a teacher working fifty (50%) percent will be granted one-half (1/2) year seniority, regardless of the number of days worked by that teacher.)  All future seniority will be calculated on this formula, however, previous seniority earned under the prior formula will remain unchanged.

 

4.      Procedure:

 

a.       The Agawam Education Association will be notified, in writing, on or before June 15 if a reduction-in-force is necessary.

 

b.      Teachers who are to be affected by a reduction-in-force must be notified, in writing, no later than June 15 of the school year preceding the school year in which the reduction will take effect.  Said notice shall include the specific reasons for the layoff.

 

c.       Laid-off teachers may continue group health and life insurance coverage as provided to members of the bargaining unit by reimbursing the Town for premium cost.  Failure to forward premium payments to the Town or refusal to return to employment upon recall will terminate this option.

 

d.      While members of the bargaining unit continue on layoff, the Committee agrees not to hire any new teachers unless:

 

1.      No teacher on layoff is qualified to fill a position, nor could become qualified with retraining;  and

 

2.      All qualified teachers on layoff decline to fill the vacancy.

 

5.      Recall:

 

a.       Teachers who have been laid off shall be entitled to recall rights of twenty-seven (27) months.  During the recall period, teachers shall be notified by certified mail to their last address of record at least thirty (30) school days prior to the anticipated date of reemployment, and given preference for positions as they develop in the inverse order of their respective layoff.  The laid-off teacher shall, within fifteen (15) school days after mailing of notice of recall by certified mail and return receipt requested, file acceptance of their intention to return or not return.  If such acceptance is not received by the Superintendent’s office at the end of the fifteen (15) school days, it shall be considered a declination and a resignation from the school system by the teacher, unless there are extenuating circumstances approved by the Superintendent and the Committee.  A maternity or illness situation shall constitute extenuating circumstances so that a teacher will maintain his/her position in the pool. 

 

b.      All benefits to which a teacher was entitled at the time of layoff shall be restored in full upon reemployment.

 

c.       During the recall period, teachers who have been laid-off shall be given preference on the substitute and teacher assistant lists if they so desire.

 

d.      If a teacher laid-off is not rehired at the end of the twenty-seven (27) months period and is otherwise eligible for retirement, then those teachers will be entitled to payment for an accumulated sick leave or retirement in accordance with whatever provisions are contained in the collective bargaining agreement with respect to that subject.

 

6.      Seniority List:

 

A list specifying the seniority of each member of the bargaining unit shall be prepared by the Committee and forwarded to the President of the Association within thirty (30) days following the execution of this Agreement.  An updated “Seniority List” shall be supplied by the Committee on or before November 1 annually thereafter.

 

7.      Disputes:

 

Any allegation that there has been a violation of this section will not be subject to or processed through the grievance and arbitration procedure provided by this Agreement, but will instead be discussed between the teacher and his/her principal, then between the teacher and the Superintendent.  Should resolution of the problem not be effected, the allegation will be submitted for deliberation and advice directly to an ad hoc committee which will be composed of three (3) persons, one (1) person to be selected by the Superintendent, one (1) person to be selected by the Association and these two (2) selectees shall choose the third person.  Upon completion of its deliberations, the Committee will report its findings and recommendations to the School Committee.  The recommendation must state which teachers should be retained.  These findings and recommendations shall be final and binding on the parties.  The School Committee shall take prompt and final action in accordance with the findings and recommendation of the ad hoc committee.  It is the intention of the parties that, whenever they deem it appropriate, a reasonable effort will be made to select as their respective members of the committee persons who are or have been members of the educational profession.  Any expenses incurred by either party in preparing for or in making presentations to the ad hoc committee will be borne by the party incurring such expense.

 

 

 

 

 

 

 

 

 

Article 40

 

PREPARATION PERIODS OF ELEMENTARY CLASSROOM TEACHERS

 

Periods when the specialist in art, music, and physical education have taken over the responsibilities in an elementary classroom will be considered preparation periods for the regular classroom teacher. 

 

 

Article 41

 

GRIEVANCE PROCEDURE

 

The purpose of the procedure set forth hereinafter is to produce prompt and equitable solutions to those problems which from time to time may arise concerning the violation of, the application of, or the interpretation of this contract.

 

a.       Definition  - Any claim by the Association or a teacher that there has been a violation, misinterpretation, or misapplication of the terms of this Agreement.

 

b.      Time Limits – All time limits shall consist of school days. 

 

c.       Association Representation – Upon selection by the Association and notification to the Committee, the Committee shall recognize a grievance representative in each building and an Association Grievance Committee of five (5) members.  At least one (1) representative of the Association’s Grievance Committee shall be present for any meetings, hearings, appeals, or other proceedings relating to a grievance which has been formally presented.  Nothing herein contained will be construed as limiting the right of any teacher having a grievance to discuss the matter informally with his/her supervisor, and having the grievance adjustment without intervention with the terms of this Agreement, and further, that no teacher shall be required to discuss any grievance except in the meetings provided below and where his/her representative is present. 

 

d.      Procedure – The parties acknowledge that it is usually most desirable for an employee and his/her supervisor to resolve any problem through free and informal communication.  When requested by either party, the building representative may intervene to assist in this resolution.  However, should such informal processes fail to satisfy the supervisor and/or the teacher, then a grievance may be filed.  A written statement of grievance must be filed within fifteen (15) days after the employee knew of the act or condition upon which the grievance is based.  The written statement or grievance must clearly enumerate the facts and issues upon which the grievance is based as well as the contractual provisions alleged to be violated, misapplied or misinterpreted.  In addition, the remedy sought should be clearly stated.  This requirement shall not affect the arbitrability of the grievance.  If it is alleged that an employee or a group of employees has been or is being unfairly treated, then the reasons for such allegations must be clearly stated showing how the employee or group of employees has been singled out in a discriminatory manner. The filing of the written statement of grievance shall cause the following steps to occur:

 

Step 1.     Within three (3) days, the Association’s representative, the supervisor and the aggrieved teacher shall meet to discuss the grievance.  The supervisor must provide the aggrieved teacher and the Association with a written answer to the grievance within five (5) days.

 

Step 2.     If the grievance is not resolved in Step 1, then the Association shall refer the grievance to the Superintendent within six (6) days.  The Superintendent shall have ten (10) days to respond, in writing, to the aggrieved teacher and the Association.

 

Step 3.     If not resolved at Step 2, the Association shall, within ten (10) days of the date of the Superintendent’s response at level two, or within ten (10) days of the date said response is due, whichever is earlier, appeal the grievance to the School Committee.  The School Committee will hear the grievance at the next regularly scheduled meeting.  Upon conclusion of the hearing, the Committee will have fourteen (14) days in which to provide a written response to the Association. 

 

e.       Arbitration If either party is not satisfied with the disposition of the grievance at Step 3, or the Step 3 limits expire without the issuance of the Board’s written decision, then final and binding arbitration shall take place.  If the parties can agree on an arbitrator, he/she shall arbitrate the matter in accordance with the rules and regulations of the American Arbitration Association; if the parties cannot agree on an arbitrator within seven (7) days of the Step 3 time limit, then the matter shall be arbitrated by the American Arbitration Association under its rules.  If a demand for arbitration is not filed within thirty (30) days of the date for the Committee’s Step 3 reply, then the grievance will be deemed withdrawn.  Neither the Board nor the Association will be permitted to assert any grounds or evidence before the arbitrator which was not previously disclosed to the other party. The arbitrator shall not have  the authority to add to, subtract from, modify, change or alter any of the provisions of this Agreement.

 

f.       General Provisions

 

1.      The Association shall have the right to use in its presentation of any level of this Grievance Procedure any representative of its own choosing.

 

2.      The costs of the services of the arbitrator, including per-diem expenses, if any, and actual and necessary travel subsistence expenses, will be borne equally by the School Committee and the Association.

 

3.      Provided the parties agree, Step 1 and Step 2 of the Grievance Procedure may be bypassed and the grievance at any level brought directly to Step 3.

 

4.      The School committee acknowledges the right of the Association to participate in the processing of a grievance brought directly to Step 3.

 

5.      No reprisals of any kind will be taken by the School Committee, the Superintendent, or Assistant Superintendents against any teacher because of his/her participation in a Grievance Procedure.

 

6.      The School Committee, Superintendent, and Assistant Superintendents will cooperate with the Association in its investigation of any grievance and further will furnish the Association with such public information as is requested for the processing of any grievance.

 

7.      All documents, communications, and records dealing with the processing of a grievance will be filed separately from the personnel files of the participants.

 

8.      If in the judgment of the Association, a grievance affects a group or class of teachers, the Association may submit such a grievance in writing at Step 1 of the Grievance Procedure.  The Association may process such a grievance through all levels of the Grievance Procedure even though the aggrieved person does not wish to do so. Provided that the Association and the Superintendent agree, a grievance that affects teachers in more than one building may be filed at Step 2 of the Grievance procedure.

 

9.      All decisions rendered at Steps 1, 2 and 3 of the Grievance Procedure will be in writing, setting forth the decision and the reasons therefore and will be transmitted promptly to the grievant and/or the Association.

 

10.  If a decision at one step is not appealed to the next step of the procedure within the time limit specified, the grievance will be deemed to be discontinued and further appeal under this Agreement shall be barred.

 

g.      When it is necessary, pursuant to the Grievance Procedure for a member of the Association to attend a grievance meeting, hearing, or arbitration hearing during a school day, he/she will be released without loss of pay as necessary in order to permit participation in the foregoing activity.

 

Article 42

 

DRUG-FREE WORKPLACE ACT

 

Pursuant to the Drug-free Workplace Act (20 U.S.C. 701, et. seq.) and the regulations promulgated there under, the Agawam School committee hereby adopts and implements a program to prevent the use of illicit drugs by employees in the workplace.

 

1.      The Committee hereby notifies all employees that the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited in the workplace, on school property, or as a part of school activities.

 

2.      As a condition of employment, all employees of the Agawam Public Schools shall:

 

a.       Notify the Committee in writing of any conviction for a violation of a criminal drug statute occurring in the workplace no later than five (5) calendar days after said conviction; and

 

b.      Within thirty (30) calendar days of giving notice under paragraph (2), above any employee so convicted for a violation of a criminal drug statute occurring in the workplace shall satisfactorily participate in a drug abuse assistance or rehabilitation program approved for such purposes by a federal, state, or local health, law enforcement, or other appropriate agency.

 

3.      During the course of participation in a program under Paragraph 2 (b), above, the employee shall be considered on voluntary leave of absence without pay.

 

4.      Any employee who is so convicted and who satisfactorily participates and completes an approved drug abuse assistance or rehabilitation program shall forthwith be restored to his/her former employment position.

 

5.      An employee who is so convicted and who does not satisfactorily participate and complete an approved drug abuse assistance or rehabilitation program shall be terminated from his or her employment by the Committee for failure to satisfactorily participate and complete said program.

 

6.      Based upon reasonable suspicion, the Committee shall notify local, state, or federal law enforcement authorities, of any unlawful manufacture, distribution, dispensations, possession, or use of a controlled substance by any employee in the workplace.

 

7.      The Committee shall provide the Director of Finance and Human Resources and President of the Association with information regarding drug abuse assistance or rehabilitation programs approved by federal, state, or local health, law enforcement, or other appropriate agency.

 

 

Article 43

 

RETELL

 

Any AEA member who is employed in the Agawam Public Schools during the 2013-2014 school year and who earns the Sheltered English Immersion (SEI) Endorsement by July 1, 2016 while employed by the Agawam Public Schools shall receive three (3) Agawam Increment Credits that may be utilized toward advancement on any and all lanes of the AEA’s Salary Schedule (Appendix A).  The parties expressly agree that the three (3) Agawam Increment Credits earned for the SEI Endorsement constitute graduate credits within the meaning of the Agreement.  No other compensation will be sought or given for obtaining this Endorsement.  Said training will be scheduled at times outside the contractual work day.  In filling slots, preference will be given to members who are required under DESE regulations to earn the SEI Endorsement by July 1, 2016.  In the event that all training slots are not taken, and as long as the following is allowed by DESE, the Superintendent or his/her designee shall notify all AEA members in writing that additional slots are available.  If the number of applicants for these additional slots exceeds the number of available slots, then the slots will be awarded based upon student need and teacher licensure need.  The AEA may submit suggested applicants for the additional slots, but the final determination will be made by administration.

 

Article 44

 

NON-DISCRIMINATION

 

It is the policy of the Agawam School Committee to abide by the letter and spirit of the laws of the Commonwealth and of the United States that guarantee the equal and unbiased treatment of all students, parents, and employees of the Agawam Public Schools.  The General Laws cited in the policies generally require that no person be discriminated against in employment practices including, but not limited to, hiring, promotion, transfer, discharge, pay, fringe benefits or access to educational programs and services on the basis of race, color, sex, religion, national origin, age, handicap, gender identity, or sexual orientation.

 

Further, it is the policy of the Agawam Public Schools to not permit unlawful discrimination on the basis of sex, including, but not limited to, sexual harassment as defined pursuant to Title VII of the Civil rights Act of 1964, Title IX of the Educational Amendments of 1972 and M.G.L. Chapter 151B, §1 (18). Sexual harassment is also prohibited in the workplace by M.G.L. Chapter 151A, §25.  All persons have the right to be free from sexual harassment (M.G.L. Chapter 214, §1); therefore, sexual harassment in any form is strictly forbidden in school, on school grounds, or at school-related activities. 

 

 

Article 45

 

REOPENING OF NEGOTIATIONS DURING THE LIFE OF THE CONTRACT

 

By mutual agreement the parties to this Agreement may, during the period of its existence, negotiate changes.  However, neither party is under obligation to do so, and the refusal of either party to enter into such negotiations shall not be subject to charges of unfair labor practices or failure to bargain in good faith.

 

 

Article 46

 

SCHOOL COMMITTEE AUTHORITY

 

The School Committee is a public body established under and with powers provided by the statutes of the Commonwealth of Massachusetts, and nothing in this Agreement shall be deemed to derogate from or impair any power, right, or duty conferred upon the Committee by statute or any rule or regulation of any agency of the Commonwealth.  All of the rights, powers, and authority held by the Committee are retained by the Committee, except as provided for in this Agreement or any supplement thereto, and the exercise of said rights, powers, or authority shall not be subject to the grievance procedure or arbitration.

 

 

Article 47

 

SAVINGS CLAUSE

 

If any provision of this Agreement is or shall at any time be contrary to law, then such provisions shall not be applicable or performed or enforced, except to the extent permitted by law; and if such provision involves a mandatory subject of bargaining, substitute action shall be subject to appropriate consultation and negotiation with the Association. 

 

In the event that any provisions of this Agreement is or shall be contrary to law, all other provisions of this Agreement shall continue in effect.

 

 

Article 48

 

COMPENSATION SCHEDULES

 

The following compensation schedules will govern during the term of this Agreement.

 


TEACHERS SALARY SCHEDULE

2013-2014

(2% increase)

 

STEP

BA

BA+15

MASTERS

MA+15

MA+30

MASTERS

+45/CAGS

DOCTORATE

1

41363

42445

43529

44719

45927

47498

50121

2

42159

43270

44384

45575

46775

48350

50970

3

42953

44095

45239

46427

47626

49199

51819

4

44772

45860

46940

48190

49465

51038

53660

5

46613

47692

48775

50025

51272

52846

55468

6

48420

49501

50588

51900

53208

54781

57404

7

50250

51336

52420

53850

55276

56848

59470

8

52090

53210

54358

55843

57322

58897

61517

9

54001

55194

56400

57880

59355

60928

63549

10

55939

57257

58565

59989

61405

62977

65599

11

57860

59274

60709

62190

63666

65238

67862

12

64831

65844

66865

68441

70014

71587

74210

13

 

 

70662

72427

74198

75772

78395

 

Part-time teachers will be paid and receive benefits on a pro-rated basis.

 

Placement of newly hired teachers on the salary schedule shall be determined according to Appendix A.

 

A second (2nd ) Masters Degree shall be compensated at the rate established under the agreement for Masters plus 45/CAGS

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TEACHERS SALARY SCHEDULE

2014-2015

(1.5% across the wage scale increase)

 

STEP

BA

BA+15

MASTERS

MA+15

MA+30

MASTERS

+45/CAGS

DOCTORATE

1

41983

43082

44181

45390

46615

48211

50873

2

42791

43919

45050

46258

47477

49075

51735

3

43598

44756

45918

47124

48340

49937

52596

4

45443

46548

47645

48913

50207

51803

54465

5

47312

48408

49507

50775

52041

53639

56300

6

49147

50243

51347

52678

54006

55603

58265

7

51004

52106

53206

54658

56105

57700

60362

8

52872

54008

55173

56681

58182

59780

62440

9

54811

56022

57246

58748

60245

61842

64502

10

56778

58116

59444

60889

62326

63921

66583

11

58727

60163

61620

63123

64621

66217

68880

12

65804

66832

67868

69468

71064

72660

75323

13

 

 

71721

73514

75311

76908

79571

 

Part-time teachers will be paid and receive benefits on a pro-rated basis.

 

Placement of newly hired teachers on the salary schedule shall be determined according to Appendix A.

 

A second (2nd ) Masters Degree shall be compensated at the rate established under the agreement for Masters plus 45/CAGS

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TEACHERS SALARY SCHEDULE

2015-2016

(1.5% across the wage scale increase)

 

STEP

BA

BA+15

MASTERS

MA+15

MA+30

MASTERS

+45/CAGS

DOCTORATE

1

42613

43728

44844

46070

47315

48934

51636

2

43433

44578

45726

46952

48189

49811

52511

3

44251

45427

46606

47831

49065

50686

53385

4

46125

47246

48359

49646

50960

52580

55282

5

48022

49134

50250

51537

52822

54443

57144

6

49884

50997

52117

53468

54817

56437

59139

7

51769

52887

54004

55477

56947

58566

61268

8

53665

54819

56001

57531

59055

60677

63377

9

55633

56862

58105

59629

61149

62769

65470

10

57630

58987

60335

61802

63261

64880

67582

11

59608

61066

62544

64070

65591

67210

69913

12

66791

67834

68886

70510

72130

73750

76453

13

 

 

72797

74616

76440

78062

80765

 

Part-time teachers will be paid and receive benefits on a pro-rated basis.

 

Placement of newly hired teachers on the salary schedule shall be determined according to Appendix A.

 

A second (2nd ) Masters Degree shall be compensated at the rate established under the agreement for Masters plus 45/CAGS

 


COMPENSATION SCHEDULE FOR COACHES

VARSITY HEAD COACHES

2013-2014 (2%)

 

 

1ST YEAR

2ND YEAR

3RD YEAR

Football

5,810

5,997

6,182

Basketball (Boys’ and Girls’)

4,375

4,559

4,743

Hockey

3,867

4,048

4,234

Wrestling

3,717

3,902

4,084

Baseball

3,660

3,841

4,027

Soccer (Boys’ and Girls’)

3,647

3,832

4,013

Softball

3,540

3,723

3,908

Track (Boys’ and Girls’)

3,438

3,623

3,804

Indoor Track

2,330

2,516

2,696

Swimming

3,256

3,428

3,614

Gymnastics

3,213

3,397

3,581

Field Hockey

3,647

3,832

4,013

Skiing (Boys’ and Girls’)

2,359

2,543

2,725

Cross Country

2,330

2,516

2,696

Tennis (Boys’ and Girls’)

2,330

2,516

2,696

Golf

1,906

2,085

2,264

Volleyball (Boys and Girls’)

2,330

2,516

2,696

Lacrosse (Boys’ and Girls’)

3,647

3,832

4,013

 

1.      Assistant and J.V. Coaches, shall be 60% of varsity head coach scale

·         JV Coach – Field Hockey, Boys’ Basketball, Girls’ Basketball, Ice Hockey, Girls’ Soccer, Girls’ Volleyball Golf, Baseball, Softball, Boys’ Lacrosse, Girls’ Lacrosse, Boys’ Volleyball

·         Assistant Coach – Football, Ice Hockey, Indoor Track, Swimming, Wrestling, Boys’ Track, Girls’ Track, Cross Country

2.      Freshmen head coach’s scale shall be 50% of varsity head coach scale

·         Field Hockey, Football, Boys' Basketball, Girls’ Basketball, Boys’ Soccer, Girls’ Soccer, Baseball, Softball

3.  Freshman Assistant Coach – shall be 60% of Freshman head coach scale

·         Football Assistant

4  Seventy-two dollars and sixty cents ($72.60) shall be paid for every 4 years of coaching in the same sport.

5    Club Sports                                                                             $1,177

      Intramurals – Sr. High, Jr. High, Middle                                $   750

6.   Equipment Manager                                                                $2,821

7.   Cheerleader Coach                                                                  $2,462

8.   Cheerleader Coach – Assistant                                               $1,063

9.   Faculty Manager Athletics                                                      $1,972

10.   Post Season play:   Head Coaches                                        $273/week

                                       Assistant & J.V, coaches                       $164/week

COMPENSATION SCHEDULE FOR COACHES

VARSITY HEAD COACHES

2014-2015 (1.5%)

 

 

1ST YEAR

2ND YEAR

3RD YEAR

Football

5,897

6,087

6,275

Basketball (Boys’ and Girls’)

4,440

4,628

4,814

Hockey

3,925

4,109

4,298

Wrestling

3,773

3,960

4,145

Baseball

3,715

3,899

4,087

Soccer (Boys’ and Girls’)

3,701

3,890

4,073

Softball

3,594

3,779

3,966

Track (Boys’ and Girls’)

3,490

3,677

3,861

Indoor Track

2,365

2,554

2,736

Swimming

3,305

3,480

3,668

Gymnastics

3,261

3,448

3,635

Field Hockey

3,701

3,890

4,073

Skiing (Boys’ and Girls’)

2,395

2,581

2,766

Cross Country

2,365

2,554

2,736

Tennis (Boys’ and Girls’)

2,365

2,554

2,736

Golf

1,935

2,116

2,298

Volleyball (Boys and Girls’)

2,365

2,554

2,736

Lacrosse (Boys’ and Girls’)

3,701

3,890

4,073

 

3.      Assistant and J.V. Coaches, shall be 60% of varsity head coach scale

·         JV Coach – Field Hockey, Boys’ Basketball, Girls’ Basketball, Ice Hockey, Girls’ Soccer, Girls’ Volleyball Golf, Baseball, Softball, Boys’ Lacrosse, Girls’ Lacrosse, Boys’ Volleyball

·         Assistant Coach – Football, Ice Hockey, Indoor Track, Swimming, Wrestling, Boys’ Track, Girls’ Track, Cross Country

4.      Freshmen head coach’s scale shall be 50% of varsity head coach scale

·         Field Hockey, Football, Boys' Basketball, Girls’ Basketball, Boys’ Soccer, Girls’ Soccer, Baseball, Softball

3.  Freshman Assistant Coach – shall be 60% of Freshman head coach scale

·         Football Assistant

4  Seventy-three dollars and sixty-nine cents ($73.69) shall be paid for every 4 years of coaching in the same sport.

5    Club Sports                                                                             $1,195

      Intramurals – Sr. High, Jr. High, Middle                                $   761

6.   Equipment Manager                                                                $2,863

7.   Cheerleader Coach                                                                  $2,462

8.   Cheerleader Coach – Assistant                                               $1,079

9.   Faculty Manager Athletics                                                      $2,002

10.   Post Season play:   Head Coaches                                        $277/week

                                       Assistant & J.V, coaches                       $166/week


COMPENSATION SCHEDULE FOR COACHES

VARSITY HEAD COACHES

2015-2016 (1.5%)

 

 

1ST YEAR

2ND YEAR

3RD YEAR

Football

5,986

6,178

6,369

Basketball (Boys’ and Girls’)

4,507

4,697

4,886

Hockey

3,984

4,171

4,362

Wrestling

3,829

4,019

4,208

Baseball

3,770

3,957

4,149

Soccer (Boys’ and Girls’)

3,757

3,948

4,134

Softball

3,647

3,836

4,026

Track (Boys’ and Girls’)

3,542

3,733

3,919

Indoor Track

2,400

2,592

2,777

Swimming

3,354

3,532

3,723

Gymnastics

3,310

3,499

3,689

Field Hockey

3,757

3,948

4,134

Skiing (Boys’ and Girls’)

2,431

2,620

2,808

Cross Country

2,400

2,592

2,777

Tennis (Boys’ and Girls’)

2,400

2,592

2,777

Golf

1,964

2,148

2,333

Volleyball (Boys and Girls’)

2,400

2,592

2,777

Lacrosse (Boys’ and Girls’)

3,757

3,948

4,134

 

5.      Assistant and J.V. Coaches, shall be 60% of varsity head coach scale

·         JV Coach – Field Hockey, Boys’ Basketball, Girls’ Basketball, Ice Hockey, Girls’ Soccer, Girls’ Volleyball Golf, Baseball, Softball, Boys’ Lacrosse, Girls’ Lacrosse, Boys’ Volleyball

·         Assistant Coach – Football, Ice Hockey, Indoor Track, Swimming, Wrestling, Boys’ Track, Girls’ Track, Cross Country

6.      Freshmen head coach’s scale shall be 50% of varsity head coach scale

·         Field Hockey, Football, Boys' Basketball, Girls’ Basketball, Boys’ Soccer, Girls’ Soccer, Baseball, Softball

3.  Freshman Assistant Coach – shall be 60% of Freshman head coach scale

·         Football Assistant

4  Seventy-four dollars and ninety-seven cents ($74.97) shall be paid for every 4 years of coaching in the same sport.

5    Club Sports                                                                             $1,213

      Intramurals – Sr. High, Jr. High, Middle                                $   772

6.   Equipment Manager                                                                $2,906

7.   Cheerleader Coach                                                                  $2,499

8.   Cheerleader Coach – Assistant                                               $1,095

9.   Faculty Manager Athletics                                                      $2,032

10.   Post Season play:   Head Coaches                                        $281/week

                                       Assistant & J.V, coaches                       $168/week

 

EXTRACURRICULAR COMPENSATION SCHEDULE

(2013-2016)

Agawam High School

 

 

 

 

 

 

# of
Positions

 

 

 

 

 

2013-2014

Per Adviser

 

 

 

 

 

2013-2014

Total

2%.

 

 

 

 

2014-2015

Per Adviser

 

 

 

2014-2015

Total

1.5%

 

 

2015-2016

Per Adviser

 

 2015-2016

    Total

       1.5%

 

Adventure Club Adviser

2

208

416

422

211

 

214

 

     428

Art Club Advisers

1

416

416

422

422

428

      428

As Schools Match Wits Adviser

1

780

780

792

792

804

      804

Band Assistant

1

2419

2419

2456

2456

2493

      2493

Band Director

1

3225

3225

3273

3273

3322

      3322

Board Game Club Adviser

1

416

416

422

422

428

      428

Budding Friendships Club Adviser

1

416

 

416

422

422

 

 

428

 

 

      428

 

Chess Club Adviser

1

780

780

792

792

804

      804

Choral Adviser - Production (max of 3 performance per year) Paid by performance

1

416 (3)

1248

422(3)

1266

 

 

428(3)

 

 

       1284

Computer and Video Club Adviser

1

416

416

422

422

428

       428

Drama Club Adviser (max of 3 productions per year) Paid by

performance

1

 

 

807(3)

 

 

 

2420

 

 

819(3)

 

 

2456

 

 

 

831(3)

 

 

 

       2493

 

Foreign Language Club Advisor

2

208

416

211

422

214

        428

Freshman Class Adviser

2

208

416

211

422

214

        428

Future Medical Careers Club Adviser

1

416

416

422

422

428

        428

Future Teacher's of America Club Adviser

1

416

416

422

422

428

        428

Gay/Straight Alliance Advisers

1

416

416

422

422

428

        428

Intergenerational Book Club Adviser

1

416

416

422

422

428

        428

Junior Class Advisers

2

312

624

359

718

365

        729

Key Club Advisers

2

650.50

1301

660.50

1321

670.50

        1341

Math League Adviser

1

780

780

792

792

804

        804

Mirror Staff Adviser (minimum 5 editions)

1

1613

1613

1637

1637

1662

        1662

Model Congress Adviser

1

1040

1040

1056

1056

1072

        1072

National Honor Society Adviser

2

650.5

1301

660.5

1321

670.5

        1341

National Art Honor Society Adviser

1

416

416

422

422

428

428

Peer Leadership Adviser

1

624

624

633

633

642

642

Peer Mediation Adviser

1

495

495

502

502

510

510

Programming Team Adviser

1

416

416

422

422

428

428

Prom Adviser

1

416

416

422

422

428

428

Quill & Scroll Adviser

1

208

208

211

211

214

214

Rosie Robotics Adviser

1

2419

2419

2455

2455

2492

2492

S.A.V.E. Adviser

1

416

416

422

422

428

428

Senior Class Adviser

2

780.5

1561

792

1584

804

1608

Shakespeare Society Adviser

1

416

416

422

422

428

428

Ski Club Adviser

2

624

624

633

633

642

642

Sophomore Class Adviser

2

208

416

211

422

214

428

Spring Musical - Choral Director

1

1144

1144

1161

1161

1178

1178

Spring Musical – Director

1

1144

1144

1161

1161

1178

1178

Spring Musical - Pit Orchestra

1

807

807

819

819

831

831

Spring Musical - Set Designer

1

807

807

819

819

831

831

Student Government Adviser

1

624

624

633

633

642

642

Student to Student Peer Tutoring Adviser

1

624

624

633

633

642

642

Uniqorn Adviser

1

780

780

792

792

804

804

Winter and Spring Arts Festival Advisor

2

208

416

211

422

214

428

Yearbook Adviser*

1

2055

2055

2086

2086

2117

2117

 

Agawam Junior High School

 

 

 

 

 

 

 

# of
Positions

 

 

 

 

 

 

2013-2014

Per Adviser

 

 

 

 

 

2013-2014

Total

2%.

 

 

 

 

 

2014-2015

Per Adviser

 

 

 

 

 

2014-2015

Total

1.5%

 

2015-2016

Per Adviser

 

2015-2016

Total

1.5%

 

Band Director

1

1613

1613

1637

1637

1662

1662

Chess Club Adviser

1

416

416

422

422

428

428

Drama Club Adviser

3

494

1483

502

1505

509

1528

Non-Users Club Adviser

2

624

1248

633.5

1267

643

1286

Robo Warriors Club Advisor

1

416

416

422

422

428

428

Ski Club Adviser

4

624

2496

633

2532

642

2568

Small Chorus Adviser

1

416

416

422

422

428

428

Yearbook Adviser

1

1717

1717

1743

1743

1769

1769

Doering School

 

 

 

 

# of
Positions

 

 

 

 

 

 

2013-2014

Per Adviser

 

 

 

 

 

2013-2014

Total

2%.

 

 

 

 

 

2014-2015

Per Adviser

 

 

 

 

 

2014-2015

Total

1.5%

 

2015-2016

Per Adviser

 

2015-2016

Total

1.5%

 

Band Director

1

1613

1613

1637

1637

1662

1662

Chorus Adviser

1

416

416

422

422

428

428

Yearbook Adviser

1

728

728

739

739

750

750

 

For a given extracurricular activity if there are more adviser’s appointed than the number of positions stated, the advisers will split the total stipend for that year evenly.  If only one adviser is selected for a given extracurricular activity with more than one position stated, the adviser will only get the Per Adviser stipend listed.

 

PROCEDURES FOR EXTRACURRICULAR ACTIVITIES

 

All new extracurricular activities must meet for one year prior to seeking school committee approval per school committee policy.  The steps for seeking approval include:

 

1.        Any club/activity that has run for one (1) school year, in which the adviser(s) has not been compensated, may apply for approval.  Attendance records must have been kept for each meeting during that year.

2.       The adviser(s) submits a letter to the building principal stating the club/activity has run for one (1) school year along with the meeting dates. The adviser(s) must describe the activities of the group, include attendance sheets, and categorize the club according to Appendix E. 

3.       The building principal forwards this information to the superintendent of schools in a memo stating he approves of the new club/activity with adviser(s).

4.       The superintendent of schools approves the club/activity proposal to be placed on the school committee agenda. This takes two (2) school committee meetings. It will first appear as new business, then during a second meeting, the school committee will vote on approving the club/activity. Adviser(s) should be present at the second school committee meeting in order to answer questions.

 

Once approved, it will then be placed on the compensation schedule according to the established criteria (see Appendix E).  Stipends should be comparable to existing extracurricular positions in order to maintain organization and equity.

 

The principal may use his/her discretion in assigning more than the recommended number of advisers, in which case the stipend will be divided equally.  Extracurricular activities must have the stated number of advisers in order to safely proceed or will be postponed until appropriately staffed. If any activity deleted from the compensation schedule was to become active again, that the adviser(s) would need to seek school committee approval in order to receive a stipend.

 

EXTRACURRICULAR ACTIVITIES CATEGORIES FOR STIPENDS

 

The criteria listed below are used to classify each club or activity as a category A, B, or C based on several factors.  Although not every position listed in the compensation schedule may meet every criterion in a category, most will meet several components.  This chart of working criteria is to be used when considering stipends for advisers of future activities.

CATEGORY A: SMALL CLUB/ACTIVITY                                     $200 - $500 STIPEND

1.       8+ documented hours

2.       10+ students involved

3.       1+ products

 

CATEGORY B: MEDIUM CLUB/ACTIVITY                                 $500 - $1000 STIPEND

1.       40 + documented hours

2.       20+ students involved

3.       2+ products

4.       1+ competitions/regional events

5.       specialized safety needs

6.       larger budgetary needs (money collection/fundraising)

 

CATEGORY C: LARGE CLUB/ACTIVITY                                      $1000 + STIPEND

1.       70+ documented hours

2.       20+ students involved

3.       4+ products

4.       2+ competitions/regional events

5.       specialized safety needs

6.       larger budgetary needs (money collection/fundraising)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Special Stipend Positions

(2013-2016)

 

 

2013-2014

2014-2015

2015-2016

 

2%

1.5%

1.5%

Mentor Coordinator

$5,932

$6,021

$6,112

Adult Education

$5,932

$6,021

$6,112

School Based Data Success Team Member

$525

$533

$541

Summer School

$5,932

$6,021

$6,112

Data Warehouse Analyst

$5,254

$5,333

$5,413

Virtual High School Coordinator

$1,020

$1,035

$1,051

Common Core (CC) Facilitators

$2,550

$2,588

$2,627

CC School Counselor Facilititator

$2,550

$2,588

$2,627

Enrichment Program Coordinator

$1,836

$1,864

$1,892

K-4 Math Teacher Leaders

$459

$466

$473

K-4 Literacy Teacher Leaders

$459

$466

$473

Teacher Mentor Program

$306

$311

$315

Lindamood Bell Coordinators

$714

$725

$736

Audio-Visual Aide Junior High

1,609

1,633

1,657

Audio-Visual Aide Senior High

2,414

2,451

2,487

Treasurer High School Accounts

1,126

1,143

1,160

COMPUTER TECHNOLOGY FACILITATORS

 

 

 

High School

$3,531

$3,584

$3,638

Middle School

$2,119

$2,150

$2,183

Junior High

$2,824

$2,867

$2,910

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APPENDIX A

 

PLACEMENT OF NEWLY HIRED TEACHERS ON SALARY SCHEDULE

 

 

As per the acceptance of proposal made by the Agawam Public Schools and the Agawam Education Association on June 13, 1997, the following language will be included in the Collective Bargaining Agreement.

 

“With respect to the placement of prospective new teachers on the salary schedule, the Superintendent of Schools shall:

 

1.      Review the academic credential of the prospective new employee, determine their validity, and place the prospective new employee on the applicable degree scale of the salary schedule;

2.      Review the prior teaching experience of the prospective new employee to determine its validity, and place the prospective new employee at the step on the applicable degree scale of the salary schedule which the Superintendent of Schools deems appropriate, based on such prior teaching experience”.

 

NOTE:  This language will be adopted by a resolution of the School Committee for inclusion in the Collective Bargaining Agreement.

 

COROLLARY:

 

By way of clarification in reference to paragraph #2   (prior teaching experience) the following will apply.

 

·         Only full-time teaching experience will be considered (Substitute teaching experience will not qualify.)

·         The teaching experience may have taken place in a public school or a non public school, private school, or charter school as long as the person was certified in the particular subject in which he/she claims the experience for those number of years; i.e. English, social studies, science, math, etc.

·         Collegiate (full time) teaching experience will be recognized.

 

The Superintendent may, upon review and in his/her discretion, authorize placement at M+30 or M+45 in situations where a particular certification requires a master’s degree consisting of a minimum of 60 graduate credits.

 

This is the final disposition of the resolution to the Agawam, Arbitration Settlement.  This document superseded any other document relative to this subject, specifically the letter of December 5, 1996, “Placement on Salary Schedule.”  The School Committee will act on the resolution for the language change on August 26, 1997.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ADDENDUM C

HEALTH INSURANCE MEMORANDUM

 

By and Between the

 

The Agawam School Committee

 

The Town of Agawam

 

and

 

The Agawam Education Association

 

WHEREAS, the Agawam School Committee and the Agawam Education Association are parties to a collective bargaining agreement dated September 1, 2007, to August 31, 2010; and

 

WHEREAS, revised HMO Blue New England health insurance plan designs were put into effect for the fiscal year beginning July 1, 2009; and

 

WHEREAS, said revised health insurance plan designs increased co-payments for hospital admission, out-patient services, emergency room visits, medical specialist office visits, and pharmaceutical prescription purchases; and

 

WHEREAS, the Agawam Education Association has filed a grievance presently pending before the Agawam School Committee, and has filed charges of prohibited practice against the Town of Agawam (MUP-09-5608) and the Agawam School Committee (MUP-09-5609) presently scheduled for investigatory hearing by the Massachusetts Labor Relations Commission; and

 

WHEREAS, all parties desire to reach a full and complete settlement of all matters regarding the implementation of said revised health insurance plans and of the grievance and charges of prohibited practice currently pending; now

 

THEREFORE, the Agawam School Committee, the Town of Agawam, and the Agawam Education Association, hereby agree as follows:

 

            The Town of Agawam agrees to establish and maintain a system of reimbursement for

            the amount of co-payments for hospital admission, out-patient surgery, and emergency

            room visits in excess of those charged for HMO Blue New England plan coverage for

            the fiscal year beginning July 1, 2008.

 

            School department employees represented by the Agawam Education Association will,

            upon submission of a receipt provided by The Provider, HMO Blue New England, be

            reimbursed for the above-mentioned increased co-payments, up to the cap established by

            the co-insurance maximum in effect for the HMO Blue New England plan, said

            reimbursement to be retroactive to July 1, 2009.

 

            Reimbursement requests will not be accepted for services rendered more than one (1)

            year prior to the date of submittal of a receipt for services.

 

            Reimbursement will be made within two (2) pay periods from the date of submittal of a

            receipt for services, sixty (60) days upon receipt of proper documentation.

 

            The parties agree that the School Department budget will be held harmless for the costs

            of said reimbursement.

 

            Upon execution of the Agreement, the Agawam Education Association agrees to

            withdraw its grievance pending before the School Committee and to withdraw

            MUP-09-5608 and MUP-09-5609 presently pending before the Massachusetts Labor

            Relations Commission.

 

 

This agreement will be effective upon execution by the parties.

 

Signed:

 

On behalf of the Agawam Education Association:

 

 

_________________________________________              Date: _______________________

 

 

On behalf of the Town of Agawam:

 

_____________________________________ (Mayor/School Committee Chair)

 

Date: _________________________

 

 

On behalf of the School Committee:

 

______________________________________ (Vice Chair)

 

______________________________________

 

______________________________________

 

______________________________________

 

______________________________________

 

_______________________________________                  Date: ______